You’ve heard the great news that one of your employees is going to become a mum/dad but while you were congratulating them and jostling them about the extra responsibilities – rest-less nights and dealing with baby sick, you realise that as their employer you will most likely have extra responsibilities too!
If this is either the first of your employees to adopt/gain a child whilst working for you, or if it has been a while since the last arrival of a child for your company then it is good practice to read up on the current legislation.
There are several different kinds of parental leave and pay to consider in the current legislation that gives (prospective) parents the right to different amounts of time off and different rates of pay if they qualify:
- ‘Maternity’ Leave and Pay;
- ‘Ordinary Paternity’ Leave and Pay;
- ‘Adoption’ Leave and Pay;
- ‘Additional Paternity’ Leave and Pay;
- ‘Parental’ Leave
Parents can also apply for flexible working and take ‘time off for dependants’ to deal with unforeseen circumstances and emergencies which come under separate legislation.
To ensure you are ready for your employee to become a parent (or have another child) you should know the answers to the following questions:
Laws and Legislation:
- What type of leave and pay does your employee qualify for?
- How long do they have the right to have off and when
- How much do they have the right to be paid
- Who pays for their time off and how
- What details do you have to keep and how long for
- Do your company HR policies for these circumstances work within the current legislation
- Do you have sufficient, able staff to cover for the possible time off
Employee (Parent to be) Information:
- When is the expected birth/adoption date
- When do they intend to take their leave (where prior notification is appropriate)
For more information check out our help-sheet collection: Leave for Employee-Parents – covering pay, eligibility, notification rules and dates for maternity, paternity, adoption and parental leave and more!